We help you explore and develop the informal social networks behind the organisation chart

SOCIOMETRY – making sense of the invisible dynamics in work groups

Organisation change, well led, can be exhilarating. Or it can tear at the very fabric of interpersonal networks. Relationships break down and new initiatives fail when the formal managerial structure is emphasised, ahead of interpersonal connections based on cohesion and trust.

Sociometric interventions enable companies to explore and build the informal networks of relationships to achieve lasting and successful organisation change.

Much of the real work in a company happens despite the formal organisation structure, rather than because of it.

We've all worked in companies or organisations where, despite best efforts, the dynamics between managers and their teams, or between team members, is negative. Conversely many of us have experienced teams and leadership where mutually positive relationships enable a positive, creative and productive workplace.

We've probably also participated in seemingly logical decision processes which fail to recognise, let alone address, the full complexity of the problems we face in our company or organisation. Many of us have experienced frustration when the solutions don't work. The same problems hang around, and too much energy is wasted on the wrong things. We continue to be drawn into the invisible dynamics of complex and unproductive relationships and activities.

"Problems fuel problems. People begin finger-pointing and deriding colleagues in other parts of the business. The resulting tensions curtail collaboration and degenerate quickly into turf protection. Increasing levels of isolation throughout the company engender secrecy. Once they are no longer able to act in concert, people find themselves less able to effect change and eventually many come to believe they are helpless."
Rosabeth Moss Kanter, HBR June 2003 Leadership and the Psychology of Turnarounds

What is Sociometry?

Sociometry enables us to measure, map and build relationships so that the invisible forces within an organisation are made visible and can be explored. Sociometry is an essential tool for people to build mature group networks and positive relationship behaviours.

The sociometrist uses a range of action-tools to display group dynamics -- the socio-emotional and psychosocial network of relationships in groups. The power is in making the invisible, visible, so everyone can see what is happening within the group; and groups and individuals can choose whether to make changes to function as a more dynamic and successful group as they implement new strategies, systems and structures.

Why Sociometry

The Corporate Leadership Council undertook research in 59 organisations from 27 countries with a total of 50,000 employees across 10 industry groupings.

They focused on driving performance and retention through employee engagement -- essentially what encourages the rational and emotional commitment of employees to an organisation and how that translates into performance? They found it was:

• focusing on achieving business targets
• focusing on key contributors who create value -- the informal leaders
• knowing what is really going on -- enhancing the informal networks
• focusing on culture -- providing connection, contribution and credibility

Sociometric tools are invaluable in identifying informal leaders, and strengthening informal networks of relationships

How Sociometry Works

Within a group, people are positive ("attracted" or moving towards) one another, or negative ("repulsed" or move away from) others (as in magnetic or chemical attractions and repulsions, e.g. oil and water) via a flow of feeling. This flow of feeling relates to behaviour. The flow of feeling may be positive, negative or neutral; and it has intensity, either weak or strong. The flow may be mutual and reciprocated, or non-mutual and therefore, conflicted. It is these flows of feeling, the socio-emotional, or psycho-social connections between people, that form informal networks of relationships, the life blood of organisations.

Sociometry has tools for measuring, exploring and developing these relationship elements in an organisation and identifying the key factors. Using this data, the group members participate in group development and leadership, reflect on and examine their own interpersonal and group behaviour. Through this exploration, people see, work with and integrate the 'soft' side of organisation change.

Sociometric explorations help group members be aware of the powerful factors and forces that affect them in their relationships with one another. Using interactive learning methods to explore what is happening in particular relationships, perceptions and misperceptions, group members realise that they are not alone and that they are part of a shared dynamic. With this information, group members are stimulated to create new patterns of behaviour and interactions for themselves.

These are not intellectual or theoretical discussions. Using interactive learning methods, people respond in the here and now, and get to the heart of the matter. This is challenging work, with rich rewards. Individual and group perceptiveness is enhanced, as is honesty and openness, and the group's ability to work well with the complexity of producing business results.

Well-produced sociometric interventions results in three things:

• They confirm the inner structure of this group
• Group members feel more united within themselves, and warm up to progressive roles/behaviour
• The group re-defines itself; group member's relationships are strengthened enabling them to be more productive.

When to use Sociometry?

• When relationship dynamics are hindering people producing business results
• When you want to move your organisation(s) from isolated silos to collaborative networks
• When you want to strengthen teams working in demanding situations
• When you need ways to surface and sort out issues of group conflict, trust and identity
• When you want to understand and address the "soft" and unspoken aspects of everyday group life
• When you need to develop appropriate behaviours for your ideal work culture
• When its time to integrate thinking, feeling and action in business relationships
• When you want to release the informal leadership abilities within your organisation.
  

The Outcomes

The vision for working this way, is that everyone having an adequate response to one another and producing relationships that are harmonious and uplifting. Through discussion of their experiences and relationships within the group, conflicts and difficulties that may otherwise deflect the group from its task are worked with alongside business outcomes. Social networks are expanded and strengthened, benefiting both work outcomes and people's sense of belonging and satisfaction. Spontaneity is increased with greater vitality, originality, creativity, flexibility and adequacy. New solutions to old problems are found and good working responses to new problems are found.

Through The Organisation Development Company, Diana offers the following services:

• Social network exploration
• Social network development
• Leadership development interventions
• Board, executive team and group development
• Inter group, Inter-team, interagency collaboration
• Executive coaching and mentoring
• Professional development supervision
• Training in sociometry